How to Start Your Diversity Plan
According to a recent survey by Express Employment Professionals (1), only 40 percent of Canadian companies have a diversity, equity and inclusion (DEI) policy. Of the remaining 60%, nearly half do not yet see diversity recruiting as a current priority.
Why?
We believe most companies have good reasons. And among those reasons, there may be something to do with the way many DEI strategies are currently implemented – with limited “success”. Here are three tips to consider whenever you are ready to begin your diversity journey.
Tip #1: What Does Diversity Mean to You?
“People don't buy what you do -- they buy why you do it"
— Simon Sinek
Organizations implementing diversity programs need a clear understanding of what they are trying to achieve.
Depending on who you ask, the definition of diversity can vary a lot – from the number of races represented in a company’s workforce, to how gender diverse a team is, to how inclusive it is of different religions and cultures. In some cases, people even interpret diversity in terms of political views or lifestyles.
While it is important to address the conditions of those who have been historically marginalized, there is no one-size-fits-all approach to creating an effective diversity strategy. What works for one organization may not be right for another. Hence, you need to develop a strategy that reflects your own unique culture and values.
Without alignment between your DEI program and overall company objectives, there will always be tension between what’s good for the program and what’s good for the company. But it does not need to be mutually exclusive. If you set your intentions clearly from the outset, you can do both good and do well.
Tip #2: People Are Not Numbers
The problem with many current programs for DEI is that they rely on generic targets.
For instance, the Government of Canada’s 50-30 Challenge (2), launched in December 2020, asks all Canadian companies, not-for-profit organizations and post-secondary institutions to commit to the following on corporate boards and in senior management positions:
50% gender parity; and
30% significant representation of other underrepresented groups.
While well-intentioned, such targets do not account for the specific size, location, and industry of each organization. Likewise, people often play different roles depending on the context.
Individuals holding multiple identities (e.g., being both a visible minority and of non-binary gender) are particularly vulnerable as they are often targeted by programs that fail to account for their unique circumstances.
Counting heads based primarily on one aspect of diversity is reductionist and does not account for complex intersections of identity. It also inhibits insight and engagement beyond the superficial.
Tip #3: Focus On Inclusion
“Diversity is being asked to the party, Inclusion is being asked to dance.”
— Vernā Myers
An inclusive organization provides an environment where all perspectives are respected and valued.
A “diverse” organization without inclusion is less likely to retain its people. What matters most is not how many different types of people you have in your organization, but how well they work together.
While there is no single blueprint for an inclusive organization, here are some common features such organizations tend to share:
Consensus-building – governance structures are typically designed to give all members a voice in decision-making;
Strong communication network – information processes are multi-channel and multi-directional to facilitate engagement and constructive dialogue across different organizational layers; and
Learning and development – performance incentives emphasize learning and innovation rather than blaming and shaming.
These are just a few of the ways in which inclusive organizations can create a culture where all members can thrive.
To Be Continued…
"Do the best you can until you know better. Then when you know better, do better."
— Maya Angelou
DEI planning is an iterative process. Consider: issues of social justice and equality have challenged some of the greatest minds in history.
However, that is not to say we cannot or should not even try.
No organization or individual is an island. As the world continues to evolve and change, figuring out how to work with others is a natural part of surviving (and hopefully thriving).
At Go Beyond Equity, we like to think of DEI planning not just as a social responsibility, but as an opportunity to learn, grow and become better – as an organization and as leaders. And we look forward to working with you to become better together.
Contact us here.
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